You’ve just received negative feedback on your leadership skills. What’s the first step to improving?

I will accept all feedbacks without bargaining. Will Assess those and find out the root cause. Try to cross check with more feedbacks with more perspective. Shall shortlist every points and do my homework on the solutions.

There are several approaches that have worked for me. I address the feedback from a place of inquiry and learning. Asking for specific examples of where my actions fell short and learning the desired actions helped in course correction! Having a mentor and professional coach has proven to be beneficial! In my experience, a mentor is separate from a coach because the goals and objectives for each relationship are different! In my journey to improve, a regular self assessment of myself and understanding how and why I "show up" in specific situations is the reflection that's necessary to make improvements! Finally, "asking for help" is important in building strength and resilience!

Accept it. Take internal inventory/process; create an action plan to address. Feedback is critical to one’s growth and development.

I like to spend time reflecting first. Whether I agree with the feedback is not relevant. The deliverer was compelled to tell me and I should assess the "why?". It may or may not require a repair but deserves some energy. All feedback is meaningful in some way but not all requires action or reaction.

Feedback is a valuable tool for growth and development. By accepting the feedback and using it to improve, you are showing a willingness to constantly learn and become a better leader. It is important to remain open-minded and not take feedback negatively, as it can provide valuable insights and perspectives. Asking questions and actively listening to feedback can also help to build trust and strengthen relationships within your team. Use feedback as a way to continuously improve and become the best leader you can be.

First, express genuine gratitude for the feedback. Then, take private time to process the feedback. If needed, seek clarification. Next, honestly assess your own behavior and leadership style against the feedback received. Consider talking to a mentor, coach, or trusted colleague about the feedback. Learning from experts can provide you with new strategies and tools to enhance your leadership skills. Commit to improving and remember, change takes time, so be patient with yourself. Continue to seek out feedback. This demonstrates your commitment to improvement and helps you gauge your progress. Improving leadership skills is a continuous process that requires self-awareness, humility, and a willingness to adapt and learn.

A continuous feedback process is essential into constant improvement. This philosophy rooted on research-based leadership attributes like open-mindedness, strategic planning, accountability, mentorship, continuous learning, and adaptability may bring about current leaders to more effective and mature leaders.

The first step to improving after receiving negative feedback on leadership skills is to acknowledge it with an open mind. Reflect on the specific areas of concern, seek clarity if needed, and develop an action plan for improvement. Engage in self-awareness, solicit additional feedback, and seek resources or mentorship to address the identified areas constructively.

Negative feedback back is just plain old tough to get. It is what you do with it that matters. Was the givers feedback valid? Could you take it to improve yourself and become better because of it? Generally feedback is intended to help even if it is something negative that you are doing. Always room to improve and grow from it.

No one likes negative feedback, no matter how progressive minded one might be. Feedback, whether positive or negative is essential to progress. If you receive negative feedback if is important to reflect on the feedback. Examine the following: 1. Is the feedback valid, based on your self reflection. If not, why not? Self awareness is important in this case. No person is perfect. 2. Did you receive the feedback in an area that you considered an area of strength for your skills? 3. What can you do to make adjustments, so that you are better for yourself and your team? It important to be open to improving professionally.

It can be challenging to hear about your behavior especially if you were unaware of how it may have made others feel. Rather than respond right away, take a day or two to reflect on the feedback. Hopefully, you will receive examples and you may learn something about yourself about how you are viewed by staff and colleagues in various situations in the workplace.

Feedback é percepção com evidência. Percepção não se discute pois provavelmente é uma impressão que você causou em algum momento. O importante é pedir as evidências para você poder refletir sobre o comportamento e entender o que vai ser possível evoluir, ou o que faz parte da sua personalidade e não será mutável. Aqui o trabalho de reflexão é muito importante, até mesmo para entender se está na cadeira correta para seu perfil.

The truth hurts sometimes. Think about that negative feedback and use that to change or fix what it is you were lacking in. The way you receive the feedback is very important. Stay on the positive side of your mind and let that feedback motivate you to be better, to do better, and ultimately you will get the feedback you deserve. Just do not expect the feedback to change if you are not willing to put the work in to improve and turn a negative into a positive.

When faced with negative feedback on your leadership skills, the first step to improving is to reflect on the feedback with honesty and self-awareness. Take time to carefully consider the specific points raised and evaluate your actions, behaviors, and communication style in the context of the feedback received. Ask yourself questions such as what aspects of your leadership may have contributed to the feedback, how your actions were perceived by others, and what areas you could work on to address the feedback constructively. Engage in introspection and be open to recognizing areas where you may have room for growth and improvement.

Feedback really needs to be taken in mind in context with the person providing it. It’s worth soliciting feedback in a structured and holistic way eg 360 tool.

When confronted with negative feedback on your leadership skills, seeking more feedback is a proactive first step towards improvement. Reach out to trusted colleagues, mentors, or supervisors for additional insights and perspectives on your leadership style. Request specific examples or instances where your actions may have impacted others negatively, and inquire about areas where you could focus on improvement. By soliciting diverse feedback from multiple sources, you can gain a comprehensive understanding of how your leadership is perceived and identify common themes or patterns to address. Embrace this feedback-seeking process with humility and a genuine desire to grow, demonstrating your commitment to continuous improvement as a leader.

Now that you have feedback, have accepted it and, perhaps received additional insight, you need to make a plan. Understand what has been said, what changes are needed and HOW you can reasonably implement those changes for actual and effective outcomes. If the plan is lacking action items, it is not a plan. If the plan doesn't directly address the deficiencies, it's not a plan. If the plan does not include tasks that can actually be done reasonably, again, it is not a real plan and is only contributing to the fauxductivity and will be nothing more than a waste of time potentially resulting in even more negative feedback.

siempre! no estamos acostumrbados a hacerlo pero hay que darle espacio a la celebracion. Alguna vex tuvieron lista de logros o siempre lo que tenemos son listas de pendientes? les pasa que llegan a fin de año y ven su evaluacion y dicen pero hice mucho mas y aca no estaa? eso es porque no nos detenmos a celebrar. me encanta kanban que en sus tableros como trello nos traen los done! hay que mirar y celebrar los done!

construir sobre las fortalezas y no sobre las areas de oportunidad. Salir del modelo de feedback anual y de solo buscarlo en el jefe. HAcer del feedback algo mas liquido, mas abundante y mas sincero ;)

El primer paso para tener en cuenta al recibir comentarios negativos sobre tu estilo de liderazgo es evitar el rechazo y la autosuficiencia. Es complejo! pero necesario. A partir de ahí, lo importante es analizar la causa raíz de lo que nos señalan, y tender a modificar y actualizar nuestro comportamiento como líderes. Es interesante también identificar a un líder que es modelo en la gestión del punto que me critican e integrar las buenas habilidades de esa persona, pero con tu propio estilo. El liderazgo es un continuo crecimiento y adaptación, no te estaciones en modos que alguna vez funcionaron. Siempre estamos desarrollándonos, de otra manera, quedaríamos desactualizados!

We often look for feedback from those in positions of seniority but forget the most important feedback, that of those we lead. Employees can feel reluctant to provide honest feedback to someone in a position above theirs, so it is critical to create an open space to both encourage and allow honest feedback to those that lead them.

Sí, reflexionar sobre los comentarios es esencial. Considera si hay verdad en las críticas y cómo podrías abordar las áreas de mejora identificadas. Esta reflexión te ayudará a comprender mejor tus fortalezas y debilidades como líder y a desarrollar un plan para mejorar.

Embrace constructive feedback with an open mind, reflecting on it thoughtfully and acknowledging its validity. Do not be defensive about Frame a concrete action plan and start working on the specific areas called out.

SHRM is sharing posts about #civilityatwork. I think this topic is timely and something to consider for managers wishing to grow in their careers.

I founded, launched, and operated a successful business since 1975. I am known for resume writing, articles,career counseling, public speaking, etc. for 48+ years.